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Human Resource Practices In Hotel Industry


Human Resource Practices In Hotel Industry


One of the fastest growing sectors of the economy of our time is the hotel
industry. The hotel industry alone is a multi-billion dollar and growing
enterprise. It is exciting, never boring and offer unlimited opportunities. The
hotel industry is diverse enough for people to work in different areas of interest
and still be employed within the hotel industry. This trend is not just in India, but
also globally.
Modern hotels provide refined services to their guests. The customers or
guests are always right. This principle necessitated application of management
principles in the hotel industry and the hotel professionals realized the
instrumentality of marketing principles in managing the hotel industry.
The concept of total quality management is found getting an important
place in the marketing management of hotels. The emerging positive trend in the
tourism industry indicates that hotel industry is like a reservoir from where the
foreign exchange flows. This naturally draws our attention on HOTEL
MANAGEMENT. Like other industries, the hotel industry also needs to explore
avenues for innovation, so that a fair blending of core and peripheral services is
made possible. It is not to be forgotten that the leading hotel companies of the
world have been intensifying research to enrich their peripheral services with the
motto of adding additional attractions to their service mix. It is against this
background that we find the service mix more flexible in nature.
The recruitment and training programmes are required to be developed in
the face of technological sophistication. The leading hotel companies have been

Human Resource Practices In Hotel Industry

found promoting an ongoing training programme so that the personnel come to

know about the use of sophisticated communication technologies.

Hotel – The Concept

At the outset, we go through the concept of hotel. The common law says
that hotel is a place where all who conduct, themselves properly and who being
able and ready to pay for their entertainment, accommodation and other services
including the boarding like a temporary home. It is home away from home where
all the modern amenities and facilities are available on a payment basis.
It is also considered to be a place where tourist stops, cease to be travellers
and become customers. The definition presented by hotel operators to authorities
of the National Recovery Administration in Washington is found to be a more
comprehensive definition, presented by Stuart Mc Namara. The definition states
that, “ Primarily and fundamentally, a hotel is an establishment which supplies
boarding and lodging not engaged in inter – state commerce or in any intra –
state commerce, competitive with or affecting inter – state commerce (or so
related that the regulation of one involves the control of other).”
The hotel may furnish quarters and facilities for assemblage of people for
social business or entertainment purposes and may engage in retaining portion of
its premises for shops and businesses whose continuity (i.e., proximity) is
deemed appropriate to a hotel. The assemblage of people for social business and
entertainment purposes makes it essential that hotels are also furnished with a
big conference hall where the maximum possible accommodation is available.
We also call it the function room.

Human Resource Practices In Hotel Industry

Motel – The Concept

Initially the term motel was meant for local motorists and foreign tourists
travelling by road. They serve the needs and requirements of these travellers and
meeting their demand for transit and accommodation. Some of the important
services offered by the motels are parking, garage facilities, accommodation, and
restaurant facilities.
Motels are found located outside the city, preferably by the side of high
ways and important road junctions. The accommodation in this is more in the
category of a ‘chalet facility’. In USA, the motel accommodation is ranked at par
with hotel accommodation.

Origin of the word “Hotel”

Before 1760 people used to go to inns for having their lunch, dinner etc .It
was the place where families used to host their guest inns owner used to
provide lodging and boarding facility service to their guest.
To world “hostel” was used then it was called “hostelier” which means
head of unit or the place. The Norman people invented the word “hotel”. The
word “hotel” was originally in England, officially from 1760. The real growth
of modern hotel was originated in “U.S.A” with opening of “City Hotel” in
New York in the year 1974. This was the first building erected for the hotel
purpose. This period also saw the beginning of chain operation under the
guidance of E.M.STATLER. It involves big investment, big profits and trained
professional to manage business.

Human Resource Practices In Hotel Industry

Origin of Hotel Industry

The repreciation in 1930 had a disaster effect in a hotel industry after the
World War II and brought a tremendous up surge to hotel industry with
continuous prosperity of hotel industry.
Mass travel is a modern phenomenon that emerged after World War II.
Mass tourism continues to grow as political freedom, economic wherewithal and
social equality spread across the globe. With the economic engine of
development running at full steam, there was a growth in international travel and
thereby growth in hotel industry.
Estimates abound as to the importance and size of house keeping.
Certainly, its economic contribution is critical to the global economy whether as
a service to the business community.

Background of Hotel Industry

Prior to the 1980’s, the Indian hotel industry was a nascent and slow
growing industry primarily consisting of relatively static, single hotel companies.
However, Asian games in 1982 and the subsequent partial liberalization of the
Indian economy generated tourism interest in India with significant benefits
accruing to the hotel and tourism sector in terms of improved demand patterns.
Fortunes of the hotel industry are tied to the fortunes of tourism and the general
business climate in the country, which is why the economic liberalization
initiatives implemented since 1991, led to a soaring demand and supply gap in
the hotel industry.

Human Resource Practices In Hotel Industry


Classifications of hotels
 On the basis of standards:
Like most of the countries in world, India also has hotels divided in
different categories depending on their location, facilities, infrastructure and
amenities provided. All the star hotels in India are government approved with
continuous control on the quality of services offered.
 Five Star Hotels: - The most luxurious and conveniently located
hotels in India are grouped under Five Star Deluxe Hotel categories. Five
Star Deluxe in India are globally competitive in the quality of service
provided, facilities offered and accommodation option. These are top of
the line hotels located mostly in big cities. These hotels provide all the
modern facilities for accommodation and recreation matching
international standards in hospitality. In such type of hotel HR department
are established separately and to execute and to follow the concept of HR
strictly, HR professional are hired.
 Four Star Hotels: - A rung below five star hotels are Four Star
Hotels, these hotels provide all the modern amenities to the travelers with
a limited budget. Quality of services is almost as high as the five stars and
above categories. These kinds of hotels are there for the travelers with
limited budget or for the places which might not get the tourist traffic
associated with larger cities. In such type of hotel concept of HR is more
or less followed.

Human Resource Practices In Hotel Industry

 Three Star Hotels: - These are mainly economy class hotels

located in the bigger and smaller cities and catering to the needs of budget
travelers. Lesser in amenities and facilities, these hotels are value for
money and gives good accommodation and related services on the reduced
price. Services would be stripped down version of higher categories of
hotels but sufficient to fulfill customer basic needs. In such type of hotel
concept of HR may or may not be present. If present all functions of HRD
is curtailed.
 Two Star Hotels: - These hotels are most available in the small
cities and in particular areas of larger cities. Catering to the backpacker
tourist traffic, these hotels provide all the basic facilities needed for
general accommodation and offers lowest prices. In this type of hotel
concept of HR is absent.
 One Star Hotels:- The hotels with most basic facilities, small
number of room’s locations in the far-flung areas are grouped under One
Star Hotel category. These hotels are best when customer is looking for
cheapest available accommodation option. In this type of hotel concept of
HR is alien words.

 On the basis of Nature:

 Heritage Hotels
Heritage hotels in India are best if one is looking for sheer elegance,
luxury and loyal treatment. They are not just another accommodation
options but tourist attractions in themselves. Exquisitely designed and

Human Resource Practices In Hotel Industry

decorated, meticulously preserved, high standards of service and ethnic

cultural motifs helps the tourists get the complete experience of an India.
 Beach Resorts Hotels
Peninsular India bounded by Arabian Sea, Bay of Bengal, Indian Ocean
and the two emerald archipelagos of Lakshwadeep and Andaman and
Nicobar have a long coast line of around 7500 km, offering an amazing
array of beaches, some popular, some not so well known. Thus location of
resort is the basic point of attraction for tourists.
 Wild Resorts Hotels
A wildlife tour is incomplete if one does not actually live in a forest for a
few days. It means living in a rest house or a tent the midst of the dense
wilderness and waking up to the twittering of birds.
 Government Approved Hotels
These are the hotels, which might not have applied for star categorization
or small enough to find them in the list. Many of the wildlife resorts,
lodges and hostels are government approved providing a minimum level
of accommodation facilities at far off places.
 Residential Hotels
The residential hotels work as apartment house. Often we call them
apartment hotels. The hotels charge rent on monthly, half – yearly, or
yearly basis. They are generally located in big cities and towns where no
meals are served to the customers. Initially, the residential hotels were
developed in the USA. The services offered here are comparable to an
average well managed home.

Human Resource Practices In Hotel Industry

 Commercial Hotels
The commercial hotels are meant for the people who visit a place of trade
and commerce or business purposes and therefore these hotels are found
located at the commercial or industrial centers. They focus their attention
on individual travelers and are generally run by owners.
 Floating Hotels
The floating hotels are located on the water surface. The places are sea,
river, and lake. These hotels provide with all the facilities and services
made available in a good hotel. In the leading tourist generating countries
of the world we find the practice of using old luxury ships as floating

Human Resource Practices In Hotel Industry


In marketing hotel services, it is important to know about the different types of
users availing the services with diverse aims and objectives. This would ease the
task of marketers specially while studying the behavioural profile.
The following is the classification of different categories of domestic and foreign

Users of Hotel Industry

Pilgrims Political representatives
Students Trade representatives
Officials Educationists
Film stars etc. Tourists, Sportsmen etc.

Some of the careers opportunities in the hotel industry are as follows.

 The industry offers more career options than most: - No matter what kind
of work we enjoy and wherever our aptitudes lie, there is a segment of the
industry that can use ours talents.
 The work is varied: - Because hotels and restaurants are complete
production, distribution and service units, and managers are involved in a
broad array of activities.

Human Resource Practices In Hotel Industry

 There are many opportunities to be creative: - Hotels and restaurants

managers might design new products to meet their needs of their guests;
produce training programs for employees; or implement challenging
advertising, sales promotions and marketing plans.
 Hospitality jobs are not nine-to-five jobs: - Hours are highly flexible in
many positions.
Many more opportunities are waiting in a queue. With these the role of HR is
drastically change. Its fields of operation in today’s worlds knew no boundary.
Each day it is confronted with new challenges in new division of hotels.
Therefore before knowing the role of HR it is essentials to know different
department of the hotels as well their functions.

Human Resource Practices In Hotel Industry


The departments are classified on accounts of it function. They are as follows:-

 Core Functioning Department
• Food and Beverage (F&D) Department:-
F & B deals mainly with food and beverage service allied activities. Different
divisions are there in F & B like Restaurants, Speciality Restaurants, Coffee
Shop (24 hrs.), Bar, Banquets, Room service etc. Apart from that they have
Utility services (Cleaning).
• Front Office Department:-
The front office is the command post for processing reservations, registering
guests, settling guest accounts (cashiering), and checking out guests. Front
desk agents also handle the distribution of guestroom keys and mail,
messages or other information for guests. The most visible part of the front
office area is of course the front desk. The front desk can be a counter or, in
some luxury hotels, an actual desk where a guest can sit down and register.
• Housekeeping Department:-
The housekeeping department is another important department in hospitality
world. Housekeeping is responsible for cleaning the hotel’s guestrooms and
public areas. This department has the largest staff, consisting of an assistant
housekeeper, room inspectors, room attendants, a houseperson crew, linen
room attendants and personnel in charge of employee uniforms. They may
also have their own laundry and valet service. Hotels with laundry and valet

Human Resource Practices In Hotel Industry

equipment may use it only for hotel linens and uniforms and send guest
clothing to an outside service where it can be handled with specialized
• Food Production Department:-
Food production deals with the preparations of food items. It basically
engaged in preparing those dish, which are ordered by the guest and
afterwards is catered by the F&B department. Cuisine like Indian,
Continental, Thai, Italian, Konkani (Coastal Sea Food), South Indian,
Chinese, Mexican, etc. Different Chefs are appointed for the specialty

 Support Department (Cost Centers)

• Marketing & Selling Department:-
Sales and marketing has become one of the most vital functions of the hotel
business and an integral part of modern hotel management. It includes
packaging for selling, sales promotion, advertising and public relations. The
marketing division is charged with the responsibility of keeping the rooms in
the hotel occupied at the right price and with the right mix of guests.
• Engineering and Maintenance Department:-
The energy crisis throughout the world has given a great importance to the
engineering department of a hotel. This department provides on the day-to-
day basis the utility services, electricity, hot water, steams, air-conditioning
and other services and is responsible for repair and maintenance of the
equipment, furniture and fixtures in the hotel. The engineering department

Human Resource Practices In Hotel Industry

has an important role in satisfying the guest- demand and helping to maintain
the profit level of the hotel. The cleaning, up-keep, repair, replacement,
installation and maintenance of property and its furnishing, machinery and
equipment are the joint responsibilities of Engineering/Maintenance and the
Housekeeping Department.
• Finance, Accounting and Control Department:-
A hotel’s accounting department is responsible for keeping track of the many
business transactions that occur in the hotel. The accounting department does
more than simply keep the books-financial management is perhaps a more
appropriate description of what the accounting department does. Whereas the
control department is concern with cost control guidelines by way of reducing
in investment, reduction in operating cost, control of food service costs,
control of beverage costs, labour cost control, etc.
• Safety and Security Department:-
The security of guests, employees, personal property and the hotel itself is an
overriding concern for today’s hoteliers. In the past, most security
precautions concentrated on the prevention of theft from guests and the hotel.
However, today such violent crimes as murder and rape have become a
problem for some hotels. Unfortunately, crime rates in most major’s cities are
rising. Hence today security department also concentrate on these additional
criminal activities too.
• Administration Department:-
Top organizational members usually supervise the Administration
Department in a hotel. This department is responsible for all the work

Human Resource Practices In Hotel Industry

connected with administration, personnel, manpower, employee’s welfare,

medical, health and security.
• Human Resource Development:-
This department has newly taken step in hotel industry and within a short
span of time it has become a very important part of the organization. It plays
the role of facilitator between the bargainable cadre and non-bargainable
This department is the topic of our discussion. The practice, which this
department and their staff perform, is going to be learned in the light of
following project.

Human Resource Practices In Hotel Industry



In hotel industry the job of HR manager can be compare with the job of
conductor, whose job is to instruct and direct all of the various musicians so that
they can perform well together. But before a conductor can direct a beautiful
performance, all of the individual musicians must be able to play their
instruments well. What kind of performance could one can expect if the
violinists did not know how to play their instruments or the flutists could not
read music?
So it is in the hospitality industry, before a manager can direct and shape
employee’s individual contributions into an efficient whole, he or she must first
turn employees into competent workers who know how to do their jobs.
Employees are the musicians of the orchestra that the members of the audience-
the-guests-have come to watch performance. If employees are not skilled at their
jobs, then the performance they give will get bad reviews. Just as an orchestra
can have a fine musical score from a great composer and still perform poorly
because of incompetent musicians, so a hotel can have a finest standard recipes,
service procedures and quality standards and still have dissatisfied guests
because of poor employee performance.
That is why properly managing human resources is so important. No other
industry provides so much contact between employees and customers and so

Human Resource Practices In Hotel Industry

many opportunities to either reinforce a positive experience or create a negative

As in the five-star hotel and five-star deluxe hotel there are around lots of
employee are involved in different jobs in different fields there is dire need to
look and control on them. No doubt different department’s heads are present to
look their department employee, but HRD is a place, which supervise and
effectively communicate with these departments head and communicate with the
top management. Thus there function is very large and diverse as compared with
respect to different department’s heads.

Human Resource Practices In Hotel Industry

Fig: A Typical Organization of Personnel Department

General Manager

Personnel Director

Personnel Manager

Personnel Officer

Personnel Research &

Development Officer

Personnel Training
Department Department

Operative Training
Supervisory Training
Management Training
Maintaining Recruitment Training Welfare Training Instruction
Payroll Training Aids &

Human Resource Practices In Hotel Industry

Personnel Policies of HR
The personnel function in a hotel includes many activities such as:
≈ Consideration of leadership style

≈ Relationship

≈ Responsibilities

≈ Philosophy

≈ Social orientation

≈ Organizational structure

In most of the hotels the personnel policies are put in writing. These policies are
distributed to key and responsible executive to provide guidance and ensure
consistent application. Periodically the HRD review these policies.
For Example: In Ramada international the following policies are put on the
notice board as well as each employee bear a tag starting “I am” which generate
a sense of motivation as well as sense of personal feeling towards the
Fig: Policies of Ramada International

I am proud
I am Excited
I am Empowered

I am Ramada International

Human Resource Practices In Hotel Industry

Arrears of personal policies

The personal policies are concern with each of the following areas:-
 Employment
≈ Recruitment
≈ Interview
≈ Psychological and Aptitude tests
≈ Selection
≈ Medical Examination
≈ Administration and Transfers
≈ Promotions and Termination
≈ Responsibilities for adherence to
indiscrimination laws
 Education and Training
≈ Orientation of new employees
≈ Educational needs for employees
≈ Training development programmes
≈ Communications
 Health and Safety
≈ Occupational health
≈ Emergency medical care
≈ Safety programme
≈ Preventive Medicine
 Employee’s Services
≈ Cafeteria

Human Resource Practices In Hotel Industry

≈ Vending Machine
≈ Employee’s Lounge
≈ Lockers
≈ Counseling
≈ Suggestion Scheme
 Wages and Salary Administration
≈ Salary structure
≈ Performance standards and Job evaluation
≈ Salary survey
 Benefits
≈ Group Insurance
≈ Sick-pay plan
≈ Hospitalization
≈ Major medical coverage
≈ Key man Insurance
≈ Pension plan/scheme
 Labour/Industrial relations
≈ Presentation Elections
≈ Collective Bargaining
≈ Grievance Procedures
 Administration
≈ Personnel records
≈ Security
≈ Holidays and Vacations

Human Resource Practices In Hotel Industry

≈ Office Layout and Services

≈ Work Rules
Communication is the most important and most used of all skills in the
hotel industry.

Talking Back for Success

The president of Hyatt Hotels makes it a practice to hold “gripe sessions”
with small groups of employees.

 Managers at Earls restaurants make the rounds of all tables to inquire

about the food and the service.
 The American Automobiles Associations uses an 800-number to makes
its products and services more accessible to customers and to gather
information regarding what customers are thinking and doing.
 At United Airlines, managers are encouraged to get out of their offices
and engage in informal exchanges with employees.
What do Hyatt Hotels, Earls restaurants, the American Automobiles
Association, and United Airlines have in common? For one thing, they will
all tell you that effective communication makes good business sense. More
importantly, they all “practice what hey preach”.
These and other service leaders in the hospitality industry communicate on
a frequent and regular basis with their customers, suppliers and employees.
They are well aware that honest feedback from stakeholders is the ultimate

Human Resource Practices In Hotel Industry

driving force behind organizational success, for it is this feedback that fuels
any efforts at self-improvement, both internally and in the marketplace.


Human Resource Planning (HRP) is the first aspect of human resource process.
It is very commonly understood as the process of forecasting an organization’s
future demand for, and of, the right type of people in the right number. It is only
after this that HRM department can initiate a recruitment and selection process.
HRP is the sub-system in the total organizational planning.
HRP is important for:
≈ The future personnel needs

≈ To cope up with change

≈ To create highly talented personnel

≈ For the protection of weaker sections

≈ For the international expansion strategy of the company

≈ It is the foundation for personnel functions

The list is infact never ending. HRP actually has become an inevitable part of
HRM process.
HRP is influenced by several considerations. The more important of them
 Type and strategy of the organization
 Organizational growth cycles and planning
 Environmental uncertainties

Human Resource Practices In Hotel Industry

 Type and quality of forecasting information

 Nature of jobs being filled
 Off-loading the work

The HRP Process


Objectives & Policies

HR Demand Forecast HR Supply Forecast

HR Programming

HRP Implementation

Control and
Evaluation of Program

Surplus Shortage

Fig: HRP Process

 Organizational Objectives & Policies

Human Resource Practices In Hotel Industry

HR plans need to be based on organizational objectives. In practice, this

implies that the objectives of the HR plan must be derived from
organizational objectives. Specific requirements in terms of number and
characteristics of employees should be derived from the organizational
 HR Demand Forecast
Demand forecasting must consider several factors – both external as well as
internal. Among the external factors are competition, economic climate, laws
and regulatory bodies, changes in technology and social factors. Internal
factors include budget constraints, production levels, new products and
services, organizational structure and employee separations.
 HR Supply Forecast
The next logical step for the management is to determine whether it will be
able to procure the required number of personnel and the sources for such
procurement. This information is provided by supply forecasting. Supply
forecasting measures the number of people likely to be available from within
and outside an organization, after making allowance for absenteeism, internal
movements and promotions, wastage and changes in hours and other
conditions of work.
 HR Programming
Once an organization’s personnel demand and supply are forecast, the two
must be reconciled or balanced in order that vacancies can be filled by the
right employees at the right time. HR programming is the third step in the
planning process, therefore, assumes greater importance.

Human Resource Practices In Hotel Industry

 HR Plan Implementation
Implementation requires converting an HR plan into action. A series of action
programmes are initiated as a part of HR plan implementation. Some such
programmes are recruitment, selection and placement; training and
development; retraining and redeployment; the retention plan; the redundancy
plan; and the succession plan.
 Control and Evaluation
Control and evaluation represents the fifth and the final phase in the HRP
process. The HR plan should include budgets, targets and standards. It should
also clarify responsibilities for implementation and control, and establish
reporting procedures which will enable achievements to be monitored against
the plan. These may simply report on the numbers employed against
establishment and on the numbers recruited against the recruitment targets.
But they should also report employment costs against the budget, and trends
in wastage and employment ratios.

Consequences of Inadequate Planning

One example of inadequate planning is the case of an organization caught
in a severe budget crisis for which management sees only one solution – to lay
off large numbers of employees. Careful planning for such a crisis during better
times might have resulted in a series of alternatives, making layoffs unnecessary.
Many other problems can occur if human resources planning are
haphazard or neglected. For example, planning should take into account staff
reductions in all parts of the organization and should be tried into any system for

Human Resource Practices In Hotel Industry

transferring employees. Top management because of declining sales or increased

automation, including the use of computers and latest technology, might
contemplate staff reductions.


In order to achieve effective HRP, the duties involved and the skills
required for performing all the jobs in an organization have to be taken care of.
This knowledge is gained through job analysis. In simple words, job analysis
may be understood as a process of collecting information about the job.
Specifically, job analysis involves the following steps:
 Collecting and recording job information.
 Checking the job information for accuracy.
 Writing job description based on the information.
 Using the information to determine the skills, abilities and knowledge that
are required on the job.
 Updating the information from time to time.

The Process of Job Analysis

The following fig. represents the process of job analysis. The fig. also points out
the uses of information about the jobs.

 Strategic Choices

Human Resource Practices In Hotel Industry

≈ Employee Involvement: Job analysis involves collecting job-

related information – duties, responsibilities, skills and knowledge
required to perform the jobs. It may be stated that in job analysis,
information about a job is collected and not about the incumbent,
however, the jobholder is consulted. Employees are often asked to supply
vital information about the contents of job, given their familiarity with it.
≈ The Levels of Details: The level of analysis may vary from
detailed, as in time and motion studies, to broad as in analyzing jobs based
on general duties. The level of analysis affects the nature of the data

Strategic Choices

Gather Information
Uses of Job Description and Job
Process Information  Personnel Planning
 Performance Appraisal
 Hiring
 Training & Development
Job Description  Job Evaluation &
 Health & Safety
 Employee Discipline
Job Specification
 Work Scheduling
 Career Planning

Fig: Process of Job Analysis

Human Resource Practices In Hotel Industry

≈ When and How Often: Another strategic choice relates to the

timing and frequency of conducting job analysis. Job analysis is generally
conducted when i) an organization is newly established and the job
analysis is initiated for the first time; ii) a new job is created in an
established company; iii) a job is changed significantly due to change in
technology, methods, procedures or systems; iv) the organization is
contemplating a new remuneration plan; or v) the employees or managers
feel that there exist certain inequities between job demands and the
remuneration it carries.
≈ Past-Oriented versus Future Oriented: If an organization is
changing rapidly due to fast growth or technological change, a more
future-oriented approach to job analysis may be desired.
≈ Source of Job Data: Although the most direct source of
information about a job is a jobholder, a number of other human and non-
human sources are available.

 Information Gathering
This step involves decision on three issues, viz;
≈ What type of data is to be collected?

≈ What methods are to be employed for data collection?

≈ Who should collect the data?

For Example: In most of the hotels that I visited, the sources for collecting
information are by Observation, Interviews and Questionnaire.

Human Resource Practices In Hotel Industry

 Information Processing
Once the job information has been collected, it needs to be processed, so that it
would be useful in various personnel functions. Specifically, job-related data
would be useful to prepare job description and job specification. (see fig).

Job Analysis
A Process of Obtaining all Pertinent Job Facts

Job Description Job Specification

A statement containing items A statement of human qualifications
such as necessary to do the job. Usually contains
• Job title such items as
• Location • Education
• Job Summary • Experience
• Duties • Training
• Machines, tools & • Judgement
equipment • Initiative
• Materials & form used • Physical efforts & Physical skills
• Supervision given or • Responsibilities
received • Communication skills
• Working conditions • Emotional characteristics
• Hazards • Unusual sensory demands such as
sight, smell, hearing.

Fig: Job Description and Job Specification in Job Analysis

Role of Human Resource Department

Human Resource Practices In Hotel Industry

The human resource department plays a major role in helping plan the
system and in developing job description, job specification and performance
standards. Specialists in that department may be assigned to conduct job analysis
and write job descriptions in cooperation with managers, supervisors and
employees. The human resource department is not involved in the actual writing
of performance standards but play a diagnostic, training and monitoring role.
Job design is a process of determining the specific tasks and responsibilities to
be carried out by each member of the organization. In simple words, the logical
sequence to job analysis is job design. Job analysis provides job-related data as
well as the skills and knowledge expected of the incumbent to discharge the job.
Job analysis, then, involves conscious efforts to organize tasks, duties and
responsibilities into a unit of work to achieve certain objectives.

Human Resource Practices In Hotel Industry


Organizational Factors
Characteristics of task
Work flow
Work practices

Environmental Factors
Employees abilities and Job Productive &
availability Design satisfying job
Social and cultural

Behavioural Factors
Use of abilities

Fig: Factors Affecting Job Design

Factors Affecting Job Design
Job design is affected by organizational, environmental, behavioural factors. A
properly designed job will make it productive and satisfying. If a job fails on this
count, the fault lies with the job designers who, based on the feedback, must
redesign the job. (See Fig)

Techniques of Job Design

Human Resource Practices In Hotel Industry


High Job
Performance Enlargemen
Work Design t


Fig: Techniques of Job Design

≈ Work Simplification: In this technique, the job simplified or specialized.

A given job is broken down into small sub-parts and each part is assigned to
one individual.
≈ Job Rotation: Job rotation implies movement of employees from job to

job. Jobs remain unchanged, but incumbents shift. With job rotation, a given
employee performs different jobs, but more or less, jobs of the same nature.

Human Resource Practices In Hotel Industry

≈ Job Enlargement: Job enlargement involves expanding the number of

tasks or duties assigned to a given job. Job enlargement is naturally opposite

to work simplification. Adding more tasks or duties to a job does not mean
that new skills and abilities are needed to perform it.
≈ Job Enrichment: Job enrichment seeks to improve both task efficiency

and human satisfaction by building into people’s jobs, quite specifically,

greater scope for personal achievement and recognition, more challenging
and responsible work, and more opportunity for individual advancement and
≈ Autonomous or Self-directed Teams: A self-directed work team is an

intact group of employees who are responsible for a whole work process or
segment that delivers a products or service o an internal or external customer.
≈ High-Performance Work Design: It is a means of improving
performance in an environment where positive and demanding goals are set.


In simple terms, recruitment is understood as the process of searching for

and obtaining applicants for jobs, from among whom the right people can be
selected. Recruitment is the process of finding qualified people and encouraging
them to apply for work with the firm.

Human Resource Practices In Hotel Industry

Managerial Roles
Responsibility for the overall recruitment process is assigned to human
resources managers. They are responsible for designing and implementing a
recruitment program that will meet the hotel industry’s personnel needs while
complying with all legal requirements. This responsibility includes finding
sources of applicants; writing and placing advertisements; contacting schools;
agencies and labour unions; establishing procedures to guarantee equal
employment opportunity; and administering the funds the firm has budgeted for
For Example: In most of the hotels that I visited the recruitment is done by
Advertisement, Recruitment Agencies, on net ( And only in some
hotels it is done by the way of College Campus, Placement Service.

Factors Governing Recruitment

The given fig. represents the factors that normally affect the recruitment
process. These factors add additional function to that of HR manager.

Human Resource Practices In Hotel Industry

External Forces
Internal Forces
Supply &
rate Recruitment
Size of the firm
Labour Market
Growth &
Sons of soil

Fig: Factors influencing recruitment

Types of Recruitment
In hotel industry, the types of recruitment are:
 Internal Recruitment
Internal recruitment seeks applicants for positions from those who are
currently employed. Internal sources include present employees, employee’s
referrals, former employees, and former applicants.
 External Recruitment
Finding qualified applicants from outside the organization is the most
difficult part of recruitment. The success of an expanding hotel industry or
one with many positions demanding specialized skills often depends on the
effectiveness of the organizations recruitment program. Specifically, sources
external to an organization are professional or trade associations,
advertisements, employment exchanges, college/university/institute
placement services, consultants, displaced persons, radio and television,
acquisitions and mergers and competitors.

Human Resource Practices In Hotel Industry

Recruitment Process
HR practices its function in each and every stages of recruitment. The process
comprises five interrelated stages, viz. (i) Planning, (ii) Strategy development,
(iii) Searching, (iv) Screening, and (v) Evaluation and control.
The function of HR is to make the selection procedure an ideal one. The ideal
recruitment programmed is the one that attracts a relatively larger number of
qualified applicants who will survive the screening process and accept positions
with the organization, when offered.

Personnel Job Employee

Planning Analysis Requisition

Screening Potentia
l Hires
Job Recruitment Searching
Vacancies Planning Activation
-Numbers “Selling”
-Types -Message Applican To
-Media t Pool Selection

Development Applicant
-Where Evaluation
-How & Control

Fig: Recruitment Process

Human Resource Practices In Hotel Industry


Selection is a process of picking individuals (out of the pool of job applicants)

with requisite qualifications and competence to fill jobs in the organization.
Different hotels apply different methods and procedure for recruitment as well as
selection. It basically depends on the management policies and the size of

Selection Process
Selection is a long process, commencing from the preliminary interview of the
applicants and ending with the contract of employment. Fig. shows the
generalized selection process. In practice, the process differs among
organizations and between two different jobs within the same organization.
Selection procedure for senior managers will be long-drawn and rigorous, but it
is simple and short while hiring shop-floor workers.
For Example: In most of the hotels that I visited the selection procedure is
different for people in different department as well as for different post. In

Human Resource Practices In Hotel Industry

Orchid Hotel, the different types of test taken are knowledge test, trade test,
interviews and managerial grid for executives.

External Environment

Internal Environment

Preliminary Interview Selection Test Employment Interview


Physical Examination Selection Decision Reference & Background


Job Offer
RA: Rejected Applicants

Employment Contract


Fig: General Selection Process

Human Resource Practices In Hotel Industry

Selection Process for Managerial Department in Orchid


Group Discussion


Written Aptitude


Test for short
listed candidates

Final Interview
with senior

Letter of Offer

Human Resource Practices In Hotel Industry

Selection Process for House Keeping Department in Sea



Group Discussion

Eye for detail test


Final Interview
with senior

Letter of Offer

Human Resource Practices In Hotel Industry

Selection Process for Chef in Ramada Plaza


Written Technical

Group Discussion


Food Trial

Letter of Offer

Human Resource Practices In Hotel Industry


Orientation is called as induction. It is the planned process of introducing new
employees to their jobs, their co-workers and the organization. The main purpose
of induction is to relieve the new employee from possible anxiety and make him
or her feel at home on the job.
These orientation programmes are carried out formally as well as
individually/collectively in the hotels. These programmes are carried from 1
weak – 2 weak.
For Example: In most of the hotels that I visited the time spared on orientation
programme is one week. In Orchid Hotel, the problem faced during orientation
programme is of adjusting schedules.
The topics, which are covered in the induction programmes are given in the
following table:

Organizational Issues
• History of employer • Product line or services
• Organization of employer • Overview of production
• Names & titles of key • Company policies & rules
• Employee’s title & • Disciplinary regulations

Human Resource Practices In Hotel Industry

• Layout of physical facilities • Employee handbook

• Probationary period • Safety procedure &
Employee Benefits
• Pay scales and pay days • Insurance benefits
• Vacations and holidays • Retirement programme
• Rest breaks • Employer-provided services
• Training & education
to employees
• Counseling • Rehabilitation programmes
• To supervisor • To co-workers
• To trainers • To employee counselor
Job Duties
• Job location • Overview of job
• Job tasks • Job objectives
• Job safety requirements • Relationship to other jobs

After orientation comes placement. Placement refers to the assignment of a new
employee to his or her job. The jobs of HR are simple where the job is
independent, but where the jobs are sequential or pooled, HR specialists use
assessment classification model for placing newly hired employees. For example
the job of placing a waiter to its position is quite simpler as compared with that
of the placing the employee at managerial level. The job of placing a waiter to its
position is called an independent job but the job of placing employee at
managerial level can be considered as sequential or pooled job.

Human Resource Practices In Hotel Industry


Training and development activities are designed in order to impart

specific skills, abilities and knowledge to employees.
Effective training is basic ingredient of success in the hotel industry. The
concept of training is endorsed my most managers in the hotel industry, yet
managers often give little thought to the training function in the context of their
own business or departmental responsibilities until something goes wrong! One
of the main problems in hotel industry is that investment in training and
development of employees is a reactive process for many companies. Frequently,
training and development arises as the result of significant change in the
operational environment or as a consequent of crisis such as staff turnover or
major departmental problems. Training is then used to cope with the immediate
difficulty. This process may be proved costly to hotel. Whereas development
refers to learning opportunities designed to help employees grow and evolve a
vision about the future.
Here the job of HR is to identify the training need and then accordingly to
design the suitable programme for that. Training within a hotel provides the best
opportunity to influence the attitude and performance of employees. The training
programmes include is such as introduction, fire, food hygiene, control of
substances hazardous to health, manual handling first-aid, technical skills,
product knowledge, and customer service.
For Example: In most of the hotels that I visited the training methods used are
both On-the-job as well as Off-the-job.

Human Resource Practices In Hotel Industry

Methods and Techniques of Training

A multitude of methods of training are used to train employees. Training

methods are categorized into two groups and they are:
1. On-the-job training (OJT)
2. Off-the-job training
1. On-the-job training: On-the-job training is primarily learning by doing

and, as such, is probably the most used and most abused approach to training.
Like other form of training, OJT requires planning, structure and supervision
to be effective for developing a variety of practical and customer-oriented
capabilities. When done correctly, OJT is a sensible and cost effective
method for training and assessing trainees’ progress in jobs such as retail
sales, food and beverage operatives, and check-in and check-out positions.
Some of the On-the-job methods of training are orientation training, job-
instruction training, apprentice training, internships and assistantships, job
rotation etc.
For example, at Domino’s Pizza, approximately 85% of employee training is
OJT, delivered by store managers using extensively by Ramada Inns, Inc.,
which has developed an OJT training aid. It also provides trainees with a list
of sequential steps that should be followed to perform the task correctly, as
well as the list of tools, materials, and equipment needed to do the task.
Finally, the training aid provides an evaluation form for providing feedback
to the trainees.

Human Resource Practices In Hotel Industry

2. Off-the-job training: Off-the-job training allows for the development of

broader and more conceptual skills while providing a practice environment in

which error need not be so costly. There are three main forms of off-the-job
training: In-house, External, and Independent.
In-house off-the-job training may take several formats including
lectures and other classroom techniques, discussions, demonstrations, case
studies and role plays, and simulations. What distinguishes in-house off-the-
job training from other type of off-the-job training is that in-house training is
conducted away from the physical location where the job is actually carried
out, but still on company premises.
Like in-house off-the-job training, external off-the-job training can
also take a variety of forms. Such training may be tailored to the company’s
specific need or it may be offered on a more general basis; it may focus on
special disciplines related to hospitality.
Independent off-the-job training refers to training methods that are
controlled and managed by the learner. A number of these training options
which are becoming increasingly important to employees in the hotel industry
≈ Distance/open learning or training (may involve correspondence
teaching, use of television or radio, video-conferencing, etc.)
≈ Computer-assisted learning
≈ Interactive-video learning
≈ A combination of the above method

Human Resource Practices In Hotel Industry

The Training Process

Assessing Training Needs

Preparing the Training Plan

Specifying Training Objectives

Designing the Training Programs

Selecting the Instructional Methods

Completing the Training Plan

Conducting the Training

Evaluating the Training

Planning Further Training

Human Resource Practices In Hotel Industry

Extensive coverage of Training Programme at TAJ

At Taj the employees are there assests. They believe that every employee has the
potential to make a successful, long-term career within the company, upholding
the true values that have been the foundation for the phenomenal growth of the
Taj Group. He or she is the very reason for there survival.
Taj Management Training Programme (Operations/Food
This intensive management training programme prepares young people as
thorough professionals with the Taj Group of hotels.
Taj Hospitality Training Programme
The Taj hospitality training (THT) program has been designed to train the
trainees to the level of “Supervisor” in any of their operational departments.
“Learning comes by doing”, based on this principle the on-the-job training is
build in as very important component of entire program. Recruitment for this
programme commences in all key hotels schools and graduate colleges in the
country in the months of October/November.
The THT program follows a systematic process including induction, theory
classes, on-the-job training, evaluation, appraisals and assessments.
Taj Management Training Programme
Each year, the Taj Group fortifies its operations functions with raw talent from
the best hotel and graduate schools in the country. The group offers the Taj
Management Training Programme (TMTP) management-training program
comparable to an MBA in hospitality that moulds young budding hotel

Human Resource Practices In Hotel Industry

professionals into future business managers. A typical career path could include
joining as a Taj Management Trainee and attaining the position of a general
manager of a hotel by lateral movements through various functions such as
Human Resource, Sales, Food & Beverage and Front Office.
An 18-month intensive management training programme that prepares for profit
centre management in the Taj Group.
• First 12 months, the Management trainee focuses on practical (On-the-
Job training) and theoretical exposure to the fundamentals in hoteliering.
• Next 6 months, the management trainee receives inputs that combine
elements of management including Management Development, Architectural
Appreciation, Human Resources, Materials Management and
6 months training as a Shadow Manager/Shadow Chef (mentorship by a senior
manager/mentoring chef).
The program provides educational exposure and development commensurate
with an MBA in hospitality. The management trainees are also expected to
complete live projects during their training period.
Food Production
The Taj Management Training Programme – Food Production is the premier
hospitality management-training programme for culinary education in the
country. The TMTP-Food Production Programme focuses on culinary skills and
the managerial ability to run kitchen operations. Recruitment for this programme
commences in all key hotel schools in the country in the months of

Human Resource Practices In Hotel Industry

It includes:
• An 18-month intensive management-training programme, which
prepares trainee for Profit Centre Management in the Taj Group.
• 6 months training as a shadow manager/shadow chef (mentorship by a
senior manager/mentoring chef).
In order to sustain there position of strength in Food and Beverage, participants
undergo specialization in cuisines of the world. There is a special emphasis on
creating chefs with internationally acclaimed skills.
Housekeeping Executive Development Programme (HEDP)
HEDP is a one year intensive housekeeping training programme, which prepares
trainee for a career in housekeeping and accommodation in the Taj Group.
Recruitment for this programme commences in all key hotel schools in the
country in the months of October/November.
Duing the first 6 months of the programme, the management trainees undergo
technical training in classroom accompanied by on-the job exposure. Inputs
include interiors, finance, human resources, architectural design, fabric and
styling. The next 6 months include on-the-job training in a Taj hotel as an
understudy to a mentoring executive housekeeper.
This is an exclusive “Earn while you Learn” opportunity, offering attractive
stipends to programme participants.
• Stipend + benefits
• Subsidized accommodation during the training period.

Human Resource Practices In Hotel Industry


Performance appraisal refers to the assessment of an employee’s actual

performance, behaviour on jobs, and his or her potential for future performance.
It is done generally for the purpose of assessing training needs to employee, to
effect his promotions and to give him pay increase, retention or termination.
Though there are different methods of performance appraisal only one method
that is commonly used in this industry is Rating Scale Method.
For Example: In most of the hotels that I visited the performance appraisal is
done on yearly basis but in Hotel Imperial Palace on day to day basis the briefing
of employee is done. In Orchid Hotel, the rating scales method is used by the
way of Questionnaire (1-10).

Challenges of Performance Appraisal

 Create a culture of excellence that inspires every employee to improve or
lend himself or herself to be assessed.
 Align organizational objectives to individual aspirations.
 Clear growth paths for talented individuals.
 Provide new challenges to rejuvenate careers that have reached the plateau
 Forge a partnership with people for managing their careers.
 Empower employees to make decisions without the fear of failing.
 Embed teamwork in all operational processes.
 Debureaucratise the organization structure for ease of flow of information.

Human Resource Practices In Hotel Industry

Performance Appraisal Process

Objectives of
Performance Appraisal

Establish Job

Design an Appraisal



Use Appraisal Data for

Appropriate Purposes

Fig: Performance Appraisal Process

Human Resource Practices In Hotel Industry


Job evaluation refers to the process of determining the relative worth of each job
for purpose of establishing satisfactory wage and salary differentials. Jobs are
evaluated on the basis of their content and are placed in the order of their
importance. In a job evaluation programme, the jobs are ranked and not the job

Methods of Job Evaluation

Job Evaluation

Analytical Non-Analytical

Point- Factor Ranking Job-

Ranking Comparison Method Grading
Method Method Method

Fig: Methods of Job Evaluation

Though there are different types of methods available but the most common
method practiced in this industry is analytical method and in analytical method
point ranking methods is the most appropriate one.

Human Resource Practices In Hotel Industry

Process of Job Evaluation

Objectives of
Job Evaluation

Job Analysis

Job Job
Description Specification

Job Evaluation

Wage Survey


Fig: Job Evaluation Process

Human Resource Practices In Hotel Industry

As the name suggest it is all about maintaining relationship with the employee. It
includes all terms that are concerned with the employee like employee
remuneration, incentives payments, employee benefits and services, employee
welfare, safety and health issue, trade unions etc. Here it’s where the HR
manager communicates with employee about their problems, suggestion and so
on. All these steps are followed in order to retain best employee.

Employee Remuneration
In most of the hotels, the human resource department plays a crucial role in
determining the remuneration policy of employees. For this they take into
consideration all external as well as the internal factors. By this they have to deal
with external factors like labour market, going rate, cost of living, labour unions,
labour laws, society and the economy as well as internal factors like company’s
ability to pay, job evaluation and performance appraisal and the worker himself
or herself. In hotel industry both financial as well as non-financial methods of
remuneration are followed.

Incentives Payments
It is seen that HRD are highly involved in deciding the incentives programmes.
As this department is involved in deciding the remuneration programmme, they
are serving as the foundations for most incentive plans. The management of
these plans is collaborative. These incentives schemes are for direct workers who
work in batches, as well as for indirect workers.

Human Resource Practices In Hotel Industry

Employee Benefits and Services

The HRD has a major role in the development and management of benefits
programs. These benefits are designed by HRD in order to suit the requirement
of employee. And further, they are sent to the top management for approval.
Thereafter they are implemented. These benefits, which are given to the
employee, are both financial as well as non-financial.
Some of the benefits and services, which are practiced in the hotel industry are
as follows:
 Legally required payments
 Old age, survivors, disability and health insurance
 Worker’s compensation
 Unemployment compensation
 Contingent and deferred benefits
 Pension plans
 Group life insurance
 Sick leave
 Maternity leave
 Payments for time not worked
 Vacations
 Holidays
 Voting pay allowances

Human Resource Practices In Hotel Industry

Employee Welfare
Labour welfare refers to taking care of the well being of workers by employers,
trade unions, and government and non-government agencies. Recognizing the
unique place of the worker in the society and doing good for him/her retaining
and motivating employees, minimizing social evils, and building up the local
reputation of the hotel are the arguments in favour of employee welfare. Hence
this area has generated one more area for practicing of HR roles.

Safety and Health Issue

Since the hotel industry, is the service industry, hence the safety and health
aspects of employee is concern for the organization, as employee are assets of
service industry. The whole and soul responsibility of employee health and
safety measures lie on the shoulder of HR department. Hence such types of
measures reduce the chances of accidents.

Trade unions
Trade unions are voluntary organizations of employees or employers are formed
to promote and protect their interests through collective action. Contrary to
popular perception, unions are not meant only to organize strikes. Their presence
is felt in all HR activities of an organization. Unions have political affiliations.
But some hotels experience tremendous pressure from these trade unions
whereas in some hotels trade unions are present for name shake only. The

Human Resource Practices In Hotel Industry

unions, which are present in most of the hotel, are Bhartiya Kamgar Sena
(headed by Shiv-Sena).
360 degree appraisals are a powerful developmental method and quite different
to traditional manager-subordinate appraisals. As such a 360 degree process does
not replace the traditional one-to-one process - it augments it, and can be used as
a stand-alone development method.
360 degree appraisals involve the appraisee receiving feedback from people
(named or anonymous) whose views are considered helpful and relevant.
360° Feedback is a proven method of helping individuals reviews their
performance through the eyes of their working colleagues.
The feedback is typically provided on a form showing job
skills/abilities/attitudinal/behavioural criteria and some sort of scoring or value
judgement system. The appraisee should also assess themselves using the same
feedback instrument or form.

Human Resource Practices In Hotel Industry


Service quality and productivity were the most crucial competitive issues facing
these firms. When asked to different hotels regarding strengthening
competitiveness, 50 percent choose internal management actions, including
educating and training employees, with publicly announcing employee policy.
And all these procedure of implementing such task is over HR shoulder.
To achieve a progressive, innovative culture within organization- and to cope
with the critical challenges that the future might bring- human resources
professionals are likely to assume certain roles with greater frequency. These
roles are following:
 The Consultant Advisor Role:- In particular, the top human resources

executive will increasingly play a major role in advising the CEO and the top
management team about the human resources implications of broad
organizational strategy, both nationally and globally. Further, the human
resources department will be called upon more and more advice management
at all levels about the motivational, morale and legal implications of various
present and proposed practices and policies.
 The Catalyst Facilitator Role:- The human resources directors have a

unique opportunity to serve in a catalyst-facilitator role in stimulating a top

management philosophy, leadership style and organizational culture and
climate. It is important that management develops a clear view of these

Human Resource Practices In Hotel Industry

interrelated matters and that management is self-conscious about them on an

ongoing basis. In addition, the human resources director can serve as a
resource person about these concepts and their links to organizational
outcomes such as effectiveness, efficiency, development and participant
 The Diagnostic Role:- By this, they are expected to identify the

underlying causes of an organizational problem as distinct from its symptoms

and to come up with solutions – or system for solving the problem- that
correspond with the diagnosis. All too often, programs of various kinds, like
job enrichment, incentives systems, quality circles and so on, are proposed by
managers or human resources people. what is usually needed is an accurate
description of the problem to be solved, a careful analysis of the dynamics of
that problem, and a close look at alternative solutions and their rectifications
before a program are implemented.
 The Assessment Role:- One of the most difficult roles for human

resources professionals is the assessment role, in which they assess the

effectiveness of various human resources practices and policies. A
comprehensive evaluation of the effectiveness of various human resources
policies and practices is called a human resources management audit or
personnel audit. These comprehensive human resources audit may be used to
analyze a wide array of human resources practices and outcomes.

Human Resource Practices In Hotel Industry

Hyatt’s Human Resource Strategy: Focus 2000

Hyatt has an ambitious plan to find, train, and keep quality employees during the
next 10 years - Focus 2000. Recruitment, training, recognition, retention,
communications, volunteerism and community involvement are important
components of the plan. One priority of focus 2000 is keeping tabs of
management and line employees. The Hyatt Management Manpower Inventory
is a program to keep track of the locations, performance and wage scales of more
than 8000 management-level employees in the company. The information, which
is compiled on computer at each hotel and sent to corporate offices, includes the
employees’ levels of interest in promotion, geographic preferences and the
availability of other employees to fill their slots if they are promoted. One
another program provides more statistical indicators of a property’s success and
helps the corporate and regional staffs identify potential personnel problem
areas. The strongest component of the focus 2000 program is employee
communications. The chain has always had clear, meaningful two-way lines of
communication. Morgan, corporate director of employee relations, discusses
Hyatt’s commitment to employee communications. “We try to share with
employees as much information as possible about the company and how it’s
performing. Our approach is always to be honest and instill in them a sense of
ownership in the company. Then if the company or an individual hotel has a
problem, sales are down, for example, we can openly discuss the impact of the
situation and what we can do together to solve it.”

Human Resource Practices In Hotel Industry

From the whole project we have seen that in hotel industry the policies
and functioning of each hotel is little bit similar to other hotels. Good HR policy
would be the policy, which not only considers all HR functions with proper care,
but also considers all the other factors like culture of the hotel, types of
customers it receives, the nature of the business and also the place from where it
operates. And the hotels, considering all the above factors to achieve the
organizational goal while framing its HR functions is said to have been
following good policy. For example in Hotel Sea Princess, the employee care is
given first priority. In case if some of the relative of an employee dies or suffers
from some serious disease, the manager sends all the colleagues of that
employee to support him and thus manager makes himself aware of that
employee’s condition. This makes the employee feel that management cares for
him. This will definitely motivate him to work in the interest of organization.
There work environment is quite friendly and hence employees can discuss their
problems openly.
In small hotels, the HR functions are not that developed. It needs more
attention especially for the hotels aiming to expand their business. The hotels
should neglect the fact that the frustration level in this industry is highest of all
industries. The very first disappointment employee’s face that the industry is not
glamorous the way it was hyped in catering colleges. Their frustration level
keeps on rising when they go through the following circumstances. Employees

Human Resource Practices In Hotel Industry

do not have time for their personal life. They have to do overtime for many of
the reasons and for such extra time they are not even paid. For example if the
waiter A’s working hours are from 6 am to 2 pm and at 1.30 pm some guests
arrives on the A’s table then A cannot leave unless the guest leaves the table.
Thus A will be forced to do overtime till the time those guests are sitting on the
table. And for this extending period A is not even paid. Also in this industry
number of working days and number of working hours are higher than any other
industry and also employees are compelled to work on Sundays and Bank
Holidays when all the others have holidays. (Source Ramada Plaza) The most
frustrating part of this industry is the fact that besides going through all the
frustrations employees are not paid the amount they deserve. Salary paid to them
is really low when we compare it with their frustration level. Thus because of
these facts most of the employees leaves their job.
And now when our country is trying to develop tourism for the
development of our economy, it has become mandatory for us to provide hotel-
services up to international standards and this is possible only when our hotels
are in position to cope with this frustration level of employees. They need to be
given proper training and also the career opportunities for their future. And first
of all they should be aware of the facts of this industry before they join in, so that
after entering their frustration level would be low as they will be prepared for
everything. Thus, the responsibility of an HR manager is much higher in this

Human Resource Practices In Hotel Industry

(Source Ramada Plaza)
Labour Negotiation
This is a case about labour dispute. In this dispute there were around 45
employees involved, whose job where terminated some three years ago for the
certain reason. The case was something that all the workers wanted their job
back as well the compensation in amount equal to their wages for the period they
have not worked. The hotel was ready to hire these employees but not ready to
pay the compensation they were demanding. The case was going in the court but
the judgement was not seen in favour to either of the side. Both the hotel and
employee were running huge expenditure in such matter. Mr. Gangadhar
Ghadigaokar was newly appointed as HR manger in the hotel at that time and
was faced up with this case.

Mr. Gangadhar Ghadigaokar talk with this people and explained the overall
problem and their long-term consequences and on behalf of the hotel he
negotiated with them. This process went for a month and ultimately these people
were ready to accept the proposal led by Mr. Gangadhar Ghadigaokar. The
proposal was that the hotel will pay the compensation for the 45 months instead
of the 48 months in the form of Rs.1000-3000 instead of full wages as a
compensation amount depending upon there designation. Top management also

Human Resource Practices In Hotel Industry

accepted the proposal, infact they were happy about the proposal made by Mr.
Ghadigaokar and appraised him for h